If you suddenly find yourself managing your team remotely rather than in the usual office environment you may find this resource useful. Just download the PDF, get a cup of tea and a few biscuits, and see if there any tips you could usefully put in place.
Some employees working from home for the first time will find it an absolute pleasure and others may feel lonely; either way its not really a difficult thing to do. On the other hand as a remote manager you do need to be more systematic in your communications and direction than before. Make it as easy as possible for them and help yourself feel more in control; a bit of a plan has a great impact further down the line.
Our top ten questions for managers to check that they are using the right techniques to build a performance culture:
1. In my leadership role what do I pay most attention to? How do I react when things go wrong? (It's not what I say, it's what I do / how I behave)
2. How do my people know which are the most valued behaviours at work?
After role modelling the next step is to be clear about the top three or five ways of working, therefore these ways need to be articulated and referred to. Never promote someone who does not have the behaviours you need for your work.
3. Am I recognising different motivations and strengths in my team and actively working to build on those?
4. Are team members outcome focused? Have we agreed outcomes? Are they clear?
5. Have I agreed the right mix of objectives with individuals?
Objectives are there to focus effort in the short term so are they clear and agreed? Do they include development as well as task based objectives?
6. Do I delegate correctly and check on progress at the right intervals?
Have I designed face to face check in points with individuals? Am I asking the right questions and, above all, am I listening to what they say?
7. Do I deal with underperformance fairly and swiftly?
Leniency erodes culture.
8. Am I aware of my biases?
We all have them. Know them and take steps to counteract.
9. Do I schedule time for important work?
Or am I a blocker? Do I firefight?
10. Have I got the right communication "scaffolding" for my team?
Do I use the right channels for the message and the audience? How do I ensure the messages have been received correctly? How do ensure I listen?
According to a recent Institute of Leadership and Management report "getting better at leading and managing" was one of the top 3 goals for managers in 2020. (New Decade, New Directions.)
Download this free resource (no email required!) to share with managers on how to develop a coaching style.
HR: Are You Ready?
We were all reminded yesterday at our Cake and HR round table discussion with the CBI that any employees who are EU nationals should be aware that free movement will end by 31 December 2020, which means that if they wish to apply for settled status they should do so as quickly as possible. And not just employees but relatives and friends too.
There is no fee and the app is available on any device now.
Of course we cannot force anyone to apply but simply lay out the facts as we know them. Employers are not, and will not, be required to check that current employees have settled status but by the beginning of next year it is likely that we will have to check settled status for new employees. That means if an employee moves to a different employer the check will be made then.
A few of our members have talked about how they have given out as much information as possible to EU employees in order to demonstrate that we want them to stay and feel valued.
A few more tips came out in the discussion:
Watch this space for announcements following the February Cabinet meeting and new salary thresholds expected for visa applications.
Through our network of HR professionals we gather a lot of opinion and what actually happens in reality. Become a member to access a whole range of resources but in the meantime read or download our latest opinion below.